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We’re very excited to launch Flexicrew’s Employer Advocate. We will post on many issues – from using a staffing agency to using seasonal workers, from risk of law violation in hiring, to retention of quality talent.
Talent acquisition and workforce management are difficult, so we will provide tips and shortcuts from our experience.
The tone will be serious and conservative – meaning factual – but with a light touch to make dry subjects readable.
Periodically, we will ask for your feedback by having a periodic survey or poll on the blog.
We hope you ask questions about what interests you because the Employer Advocate must be a useful tool for you. In other words, we plan to blog what you want to read.
How will we achieve this?
In the first place, the blog will offer content in several categories:
So, welcome to Employer Advocate blog, the online magazine devoted to:
• Helping you take the next steps in managing your workforce.
• Getting the most productivity out of your workplace
• Enhancing your career
• Meeting your goals.
Explore content focusing on important aspects related to achieving your ambitions and balancing your personal life on your path to career success.
In fact, please give us your feedback and pass along any topics you would like us to address.
Are you making one or more of the five most common hiring mistakes?
Some hiring mistakes are caused by picking the wrong candidate. But more often, hiring mistakes come down to poor preparation, poor hiring skills and worse, your company’s poor structure. And then, other hiring mistakes are really a result of errors a company makes handling employees after the hire – not developing the new hire or not weeding out the underperformers.
(To check yourself, look at these additional frequent hiring mistakes we wrote about a while back. These could reduce your hiring mistakes and improve your sourcing decisions.)
Hiring mistakes occur especially when you are in a hurry to fill an important position. When you’re bringing on a new employee, it’s important they know both the basics of the job and how to fit in with your business culture.
So, what are the most common hiring mistakes, and what can you do to avoid them?
Some employers think anyone can be an interviewer.
It takes certain skills as well as personality traits and experience to be a skilled interviewer. Consider some of these:
Since not every hiring manager is an experienced interviewer, your managers should bone up on some techniques and tips to help avoid hiring using gut instinct.
There’s a good deal of attention paid to a candidate’s fit with company culture. Of course, you need to find someone who will be a good fit with your current team and your overall organization’s culture. Someone who shares your beliefs, values and attitudes. However, remember your goal is hiring capable employees, not necessarily the most pleasant. Your hiring managers’ role is to select not only the most qualified, but also the best-suited candidate.
There is a difference between a stiff work environment from the old days and a completely unrestrictive one without rules. It seems many workplaces have gone over to a too-relaxed environment.
Even if you wish to use a loose organization, it’s important that your new employees have some structure surrounding their position or you will have a failed hire on your hands. Order and consistency are fundamental for any business.
There are a many advantages from a structured and efficient work environment that can’t be ignored.
The trend toward a casual style of work environment has been established to increase motivation and worker productivity. And it has worked.
But, regardless of the level of job structure that if each hire has a clear set of goals it will minimize worker stress and has the capability to increase productivity.
Employees bounce so frequently job to job, and technology changes so rapidly, that you need to always be training hires.
Training and career development are among the top factors employees use to rank a job’s attractiveness or as a place to work. About half of employees indicate a firm’s training make them more likely to stay.
Yet, companies often spend more for coffee than spending for training.
Crazy! It’s not surprising hires don’t work out.
You’ve done what you can to source, hire and develop the right personnel. Still, some don’t work out. Frequently, a manager will recognize a poor performer, but believes they will improve with just a little more grooming and development.
Uh uh. But this is rarely the case.
Instead, time will drag on and the employee will either be pushed from one manager to another to avoid the discomfort of firing someone. But eventually the ultimate will occur – firing them. But the harm has already infected the job and other workers. . A poor hire will affect your bottom line, your team, and your customers, so when you perceive their inability, learn to cut them as quickly as you can.
Avoid these 5 familiar hiring mistakes to improve your new employee satisfaction and boost productivity. Not just the new hire, but the entire team.
Consider choosing a professional staffing agency skilled in sourcing and recruiting employees.
to minimize those pesky hiring mistakes.
Do you have questions about your hiring process? Call us today for suggestions.
Flexicrew executives, Lillian Stanley and Katie Blish, had the opportunity to present to a range of emergency response managers and disaster recovery professionals at the 2018 Business Continuance Conference held at Las Vegas Mandarin Chinese Hotel April 12 – 13, 2018.
Stanley and Blish offered essential insights for quickly resourcing necessary staff to support disaster recovery. They also reviewed crisis management strategies and tools for success. Their audience gained practical tools to achieve faster results in disaster recovery.
“We were excited that Lillian and Katie attended this event as prominent speakers,” said Flexicrew CEO, Bill Brennan. “They jump-started a post-lunch crowd with ideas and expertise that got attendees thinking.”
The presentation was open to all registered conference attendees. If you missed it, Lillian will share disaster recovery insights on partnering with an experienced staffing agency to quickly deploy the necessary qualified staff. Call her at 251.943.0777.
Flexicrew Staffing’s expertise in multiple phases of emergency management— response, recovery, and mitigation— enables them to provide critical aid to clients in times of greatest need.
The staffing agency has rich history in supplying the fastest disaster recovery management, resources and tools to complex situations. It has experience across a wide range of aviary virus, hurricanes, floods, spills and other crises.
Staffing Industry Analysts in 2015 recognized Flexicrew as the 4th fastest-growing staffing agency in the U.S. over a 5-year period. Flexicrew was founded in 2008 and is headquartered in Mobile, Alabama. It uses technology and industry best-practices to deliver qualified industrial, technical, and clerical talent to most major industries. Flexicrew has a presence in 25 markets with over 2,000 contractors placed in companies throughout the U.S. To learn more, visit http://www.flexicrew.com
If you would like more information about Flexicrew Staffing or any of our hiring initiatives, please contact us today.
Hiring Through a Staffing Agency
Then there are two main factors in hiring through a staffing agency: choosing the best staffing agency and making sure you hire qualified candidates. Easy!
The first will not be an issue if you have ongoing positive relationships with a staffing agency. Without such relationships, the experience may add challenges to your project.
The second is a bit harder. Check out these tips to help you avoid common hiring mistakes.
There are other basics to know, so let’s discuss three hiring tips to make your next project a success.
First of all, you probably have worked with people who did not fit well with the culture in your business. The ideal fit is not there and it causes problems. So naturally you want every qualified candidate for your project to blend-in and work well with your culture. Take a minute to think about the essential ingredients of your company’s culture and think about changing your hiring process to find these fits.
All workplaces have their own unique personality and this is part of culture. The ability for project members to succeed with minimal friction is important to the success of your project. Consider that any project forces team members to work closely with each other. If you are hiring, your team may be new, they do not know each other. They will still have to hit the ground running.
A new project may involve areas where your company has little to no experience. To ensure your staffing agency finds qualified candidates, extend the interview process to include in-house screening. This will help eliminate mistakes.
Have an open mind about qualifications and experience levels of the candidates your staffing agency sends you. One of the basic errors when evaluating candidates is looking for too wide a range of skill sets.
The key is identifying the most critical knowledge and skills. In the end, you may be better off hiring extra staff if it results in the expert knowledge you need.
The final two key elements relates to leadership. First, any large project should have an experienced project manager. Second, you need a primary stakeholder from your company to provide supervision and management. Industry experience has shown that a project manager can make or break the outcome. These two team leaders will work closely together and the project manager should report directly to the primary management stakeholder.
Successful projects need careful planning based on the best analysis of your situation. Plan well in advance of your ideal project start date and allow time for finding the most qualified candidates for your team. A focus on consistent communications will give your project the oil it needs to run smoothly.
So, for your next project, if you need help hiring qualified candidates, a project manager with the right experience and skill set, or if you’re looking for a professional staffing agency, give us a call.
The first quarter of 2018 just ended. It is probably time for you to take another look at your workforce needs for the full year.
Do you have upcoming projects or seasonal peaks that might benefit from additional talent?
You may be worried about adding new employees to your company, but you can pass that commitment to a staffing agency and let them bear that risk.
Using a temporary workforce is a successful tactic for your firm if you’re using it the right way. Before connecting with a staffing agency, there are several considerations:
For many employees, having a flexible lifestyle is their norm. That’s what attracts them to becoming and remaining part of the temporary workforce. They are looking for short-term jobs or flexible contractor schedules to fit into their way of life. And they are dependable workers. So why not take advantage of that resource? Especially when you’re looking to bring someone on board for only a short period of time?
While your company will pay the staffing agency a fee for the services of your temporary employees, all other costs are absorbed by the agency. They will handle all of the sourcing and pre-screening processes. Your temporary workforce will be covered by our worker’s comp, medical insurance plans, unemployment, and other required hiring costs. Wouldn’t that be nice to remove those variable expenses from your business?
You will be able to add qualified workers quickly if you have a working relationship with a staffing agency. If you see a project is in need of additional hours to ensure its success, there may be a significant benefit to working with a staffing agency rather than hiring more internal employees or expecting your current staff to put in the overtime.
Your organization may have situations where you require specialized skills during peak seasons. Your staffing agency can recruit an employee with just the right skill set who can take on the function rapidly and help your company accomplish what’s required – and do it for as little or as long as you need.
During a temporary assignment you could uncover talent, skills and temperament that are a good permanent fit with your organization. Then you can make arrangements with the staffing firm to convert those employees to a full time position with your company.
So now that you’ve thought about your specific situation and how a temporary workforce could benefit your business…
Call Flexicrew to get our complimentary views on ways to best use a temporary workforce aligned with your permanent employees.
Since lethargic employee performance is not beneficial to your business, let’s figure out some simple approaches to get the most out of your employees.
Employees are happier when their duties and responsibilities are closely aligned with their perceived roles. This is about what they feel will give them a higher level of satisfaction. If you talk to them, they will often tell you about their career aspirations and goals.
We all know there are times when business needs to supersede personal requirements on the job. In these cases, you can usually get a solid buy-in with sincere communications. Most people are reasonable and understand there are times when sacrifices must be made. This interaction leads to higher employee performance in the long term.
Be truthful with all employees in business communications and about decisions made at higher levels. People can tell when they are not getting the full story. When this occurs, very little positive results come about, and it usually leads to negative feelings. Or, existing negative attitudes are reinforced and it tends to become a downward spiral.
Many employees have skill sets that are not being used either fully or at all. This is where processes that let you know about these hidden skills can be valuable. Dig in, ask questions, let the team know what skill sets you’re needing and maybe you’ll be surprised with what lurks in your team.
Your business can save substantially if it prevents hiring or outsourcing the work to someone who is much more expensive.
All of us have the need to know we have a voice at work. So open lines of communication are essential for good morale. Sometimes high frustration levels build, and an employee may want to vent a little and make you aware of a situation. If needed, make a culture change if communications have not been a strong point in your company.
Your business may have the most inefficient and exasperating processes that make people want to scream every day. The only problem is you don’t know about it. Or, even worse, you do and feel it is something they can live with. It is your business, but you know that a situation and high emotional reactions only get in the way of maximum performance.
Identify positive contributors in your organization and reward them. We all like to be recognized regardless of what it is. There are so many ways to implement a program of rewards and recognition. Some businesses started an employee of the month program. Their reward was public recognition at a monthly meeting, and they were given the best parking space for the entire month. It was well received and cost nothing to implement. And yet the program met its goals of improved employee performance.
Lastly, how well trained are your employees? Or if they are trained, do you provide training for updating their skills? This is where you will have to assess the needs and status of your business. Identifying areas for training and improving skills will repay your business with improve employee performance for years to come.